April 2021 HR Lineup

HR L I NEUP APR I L

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Changes to the recruiting process

Attend an unconscious bias workshop (available in MyLearning → Search for ‘Un - conscious Bias’) to be more alert in the way you think, behave, act and communi- cate. The workshop helps embed inclusive leadership behaviors into our organization and create a culture that nurtures and brings together our differences. How you can help us reach our D&I goals

Removing Biases

Often, we make biased decisions without being aware that they are biased. To raise awareness of unconscious bias, all our Tal- ent Partners globally participated in a workshop we have designed and imple- mented together with Catalyst, a D&I con- sultant, centered around ‘consciously re- cruiting for diversity, minorities & inclusion’. In addition, we are implement- ing tools such as the new internal career portal (external career portal to be launched in May) and HireVue (leveraged for AI-based video interviewing and as- sessments) that provide a nonbiased view on candidates. Thanks to their artificial in- telligence (AI) technology, these tools indi- cate potential fit for a role based solely on experience, skills and competencies. Job ads are an important way to market opportunities to potential employees. To help ensure ABB roles resonate with di- verse candidates and therefore we receive diverse applicants, we’ve recently intro- duced a diversity statement at the begin- ning of all job ads. This is a bold statement that demonstrates how serious we are about D&I and our commitment to actively welcoming diverse candidates. In addition, we revised all global templates to ensure gender-neutral or balanced language. Together these steps help position ABB as a top diverse employer in the labor market. A key to any recruiting strategy is to meet diverse talent where they are. One of the ways we have done this is by identifying Job Boards specifically known for Diver- sity, Minorities & Inclusion.

Job Ads

When recruiting for an open position, be sure to consider the skills and capabilities that are truly needed to be successful in the role. For example, is a college/univer- sity degree really more important than the experience a person has? Being clear on must haves vs. nice-to-haves at the begin- ning stages of recruitment is valuable and allows for objective decision making.

Job Boards

Think about opportunities for the role(s) you’re hiring for. Is there a local college that has a great program in your field? Is there a diverse professional organization that aligns with your role? Perhaps you know of a Job Board that has a diverse au- dience? Share your knowledge of these re- sources and be open to discussing this during your kick-off meeting with the Tal- ent Partner.